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Organisation culture has been a hot topic now a days, every start up from the time of incorporation wants to curate and hold on to a dynamic set of organisation culture especially keeping in mind the millenial. According to the youth speak forum reports, it has been found that almost 70% of the millenials work or want to work for the organization which has a positive impact on the society.

In the process of growth and advancement, it happens sometimes that companies compromise with the pre-existing or incorporated workplace culture. Citing instances, in the aviation industry where most people were keen for employment due to the added benefits, we recently saw a decline in interest as the employees were deprived of the existing benefits also addition to that had to take extra pressure, be it more rotational shifts or anything else for the matter. This industry is growing tremendously still has fleas when it comes to company culture and thus if failing to retain its employees and the attrition rate is much higher here.

Now the question is how can we define what our workplace culture is? These are three major steps towards defining workplace culture:

Access:

Assessment is the major step towards understanding the organisation as it gives a valuable insight into what behaviour, values and aspirations are a part of your organisation’s culture. These information can be collected using surveys, tools, observations, as well as interviews. Also, there will be a certain gap between what you want your company’s culture to be and what your assessment states, but that’s fine as these things will give you ideas on the dynamic change you will require for sustainability.

Build:

This in other words can be defined as imparting your vision to the employees or the team you have. Be transparent with them, connect with everyone starting from HR's to the front office. Incorporate goals and objectives model, show them a path that is on the same direction as to their individual growth and company’s growth. That’s how you build an empire!

Re-evaluate:

Workplace culture is not static, it changes from time to time, be it while you are expanding your team or working on new projects. This, the earlier incorporated workplace culture may loose it’s touch and here the re-evaluation part comes into force. For instance, the new team members can be coupled up with the old members who will induct them and walk them through the company’s culture, this way the new member gets the idea and for the old members the workplace culture is curated again.